tag:blogger.com,1999:blog-22121076719364243542024-03-13T17:36:49.886-07:00Ken Thompson's Bioteams LiteBioteams Lite: Ken Thompson's short thoughts on bioteams and beyond.ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comBlogger80125tag:blogger.com,1999:blog-2212107671936424354.post-79545974149373626722013-07-08T00:49:00.001-07:002015-02-28T03:23:10.664-08:00New Research reveals certainty is emotional not rational state<span class="Apple-style-span" style="font-family: inherit;">There is an old punch line that runs something like “I used
to be uncertain but now I am not so sure” but after reading a very interesting
book “<a href="http://www.rburton.com/_i_on_being_certain_i___believing_you_are_right_even_when_you_re_not_63166.htm">On Being Certain</a>” by neurologist Robert Burton its more like “I used to
be certain but now I am not so sure”.</span><br />
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<span class="Apple-style-span" style="font-family: inherit;">Burton argues convincingly, using the latest research, that
the sense of being certain about some is an emotional state rather than a
rational state and can be triggered in the absence of, or in total conflict
with, any rational evidence. He describes how the feeling of certainly comes
from the same part of the brain which other emotions come from and not the part
of the brain associated with rationale thought.<o:p></o:p></span></div>
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<span class="Apple-style-span" style="font-family: inherit;">My takeaway from the book is that it is still very important
to know why you do things and what you believe but we need a dose of humility
anytime we feel we are absolutely 100% certain about something.</span><br />
<span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><br /></span></span></span></span>
<span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-89366773123005155432013-03-30T09:37:00.001-07:002013-04-05T12:52:52.522-07:00A customer indicator you must measure: Net Promoter Score<b>Most customer satisfaction surveys are complex and multi-faceted</b> and sometimes you can't see "the wood for the trees". If you only measure one thing about customer satisfaction then you should measure your Net Promoter Score (NPS).<br />
<br />
NPS divides your customers into 3 groups:<br />
<ul>
<li><b>Promoters</b> - Score 9-10 - loyal enthusiasts who will refer others to you</li>
<li><b>Passives</b> - Score 7-8 - satisfied but unenthusiastic</li>
<li><b>Detractors</b> - Score 0-6 - unhappy customers who will damage your brand through negative word of mouth</li>
</ul>
The NPS calculation is very simple: <b>NPS = %Promoters - % Detractors</b><br />
<br />
Market Leaders would be expecting an NPS of 70%-80% depending on the industry sector.<br />
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></span></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-59773839800035291362013-01-09T07:15:00.005-08:002015-02-28T03:23:53.743-08:00Is Persuasion now becoming scientific instead of just a dark art?<span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="apple-style-span"><i>P<span class="Apple-style-span" style="font-family: inherit;">araminder Bahra</span></i><span class="Apple-style-span" style="font-family: inherit;"> writes an
<a href="http://online.wsj.com/article/SB10001424127887324669104578203461416235022.html" rel="nofollow">interesting review</a> of </span></span></span></span><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">a </span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">new </span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">book on the
science of persuasion, "Yes! 50 Scientifically Proven Ways to Be
Persuasive."</span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;"> written by
UK </span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">behavior expert <i>Steve Martin</i>,
</span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">who </span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">heads the U.K. office of the consultancy Influence at Work</span></span></span></span></span><span class="Apple-style-span" style="line-height: 16px;"><span class="Apple-style-span" style="line-height: normal;"><span class="Apple-style-span" style="font-size: small; font-weight: normal; line-height: normal;"><span class="apple-style-span"><span style="color: black;">.</span></span></span></span></span></span><br />
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<span class="Apple-style-span" style="font-family: inherit;">The
article mentions 3 of the 50 novel ways to influence people:<o:p></o:p></span></div>
<ol>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Taking
advantage of a social norm</b> such as being told than 75% of people reuse their
towels in a hotel room. </span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Reciprocity</b>
such as how presenting your restaurant bill with a chocolate can lead to better
tip </span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span><b>Loss
Avoidance</b> where it is sometimes more appealing if a choice leads to the avoidance
of a negative rather than the delivery of a positive</span></li>
</ol>
<span class="Apple-style-span" style="font-family: inherit;">
</span>
<br />
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<span class="Apple-style-span" style="font-family: inherit;">There
is an <a href="http://www.moskalyuk.com/blog/yes-50-scientifically-proven-ways-to-be-persuasive/1624" rel="nofollow">excellent synopsis</a> with a summary of each of the 50 persuasion
techniques on <i>Alex Moskalyuks</i> blog.</span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-70509776400055845722013-01-08T07:36:00.000-08:002013-01-09T07:42:40.192-08:00One more time ....the 7 beliefs of high performing teamsThe 7 beliefs of high performing teams according to <a href="http://www.bioteams.com/">my research</a> are:<br />
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" npdkey="hbqmpj010.a6vojg8ov24" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;"><br npdkey="hbqmpj020.vealkulgv9" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" /></span></span></div>
<span class="Apple-style-span" style="font-family: inherit;">1 Clear and public accountability<br npdkey="hbqmla5u0.d0d8wqu551e" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />2 Trusted competency<br npdkey="hbqmla5u0.xi4utlxq0d" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />3 Give and take<br npdkey="hbqmla5u0.yqmb1mhvb0c" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />4 Outcome optimism<br npdkey="hbqmla5t0.oatsx702gv" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />5 Total transparency<br npdkey="hbqmla5t0.vtd287n8yc" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />6 Work is its own reward<br npdkey="hbqmla5t0.v2ug8hoxxu" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;" />7 Shared glory </span><br />
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<span class="Apple-style-span" npdkey="hbqmmze50.6bfqssvs1h3" style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;"><span class="Apple-style-span" style="font-family: inherit;">For more details see <a href="http://changethis.com/manifesto/show/19.BioteamingManifesto">The Bioteaming Manifesto</a></span></span><br />
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<span class="Apple-style-span" npdkey="hbqmmze50.6bfqssvs1h3" style="font-family: inherit; margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;"><span class="Apple-style-span" style="color: #333333;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="color: #333333;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></span></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-4949664820250818852013-01-08T01:25:00.004-08:002013-01-08T01:30:20.521-08:00The wisdom of Age from Reverend Reg Dean Britains oldest man <b>Reverend Reginald Dean, <span style="mso-spacerun: yes;"> </span>Britain’s oldest man, <span style="mso-spacerun: yes;"> </span>died a couple of days ago (Jan 6, 2012) at the
ripe old age of 110.</b><br />
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<span class="Apple-style-span" style="font-family: inherit;">Reg was ordained as an Anglican in 1929, served as a
chaplain in India and Burma during the Second World War, and became a
Congregational minister in 1952. <o:p></o:p></span></div>
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<span class="Apple-style-span" style="font-family: inherit;">Reg remained very active in his early old age and in his
eighties founded the highly successful Fairtrade shop in Wirksworth, and was
the president of the local male voice choir, The Dalesmen. <o:p></o:p></span></div>
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<span class="Apple-style-span" style="font-family: inherit;">When Reg he shared his wisdom with younger people (that’s everybody
else) he suggested that as you get older there are 3 things you must “learn to
try to answer”: </span><br />
<span class="Apple-style-span" style="font-family: inherit;"><br /><span class="Apple-style-span" style="color: blue;">
1. Who am I?<br />
2. Why am I here?<br />
3. Where am I going ?</span><o:p></o:p></span></div>
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Reg will be sadly missed.</div>
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<span class="Apple-style-span" style="font-family: inherit;">Read more about Reg:<o:p></o:p></span></div>
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<a href="http://www.urc.org.uk/news/1023-the-revd-reg-dean-britain-s-oldest-man-has-died.html">http://www.urc.org.uk/news/1023-the-revd-reg-dean-britain-s-oldest-man-has-died.html</a></div>
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<a href="http://en.wikipedia.org/wiki/Reg_Dean">http://en.wikipedia.org/wiki/Reg_Dean</a></div>
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<span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-21678002447881639452012-12-25T11:14:00.004-08:002012-12-25T11:26:11.086-08:00There is a Hard Side as well as a Soft Side to Change Management<span style="color: #333333;">Often
we get fixated on the<span class="apple-converted-space"> </span><em>soft side</em><span class="apple-converted-space"> </span>of teams and change management. By
this I mean techniques concerning how do we get the right team, how do we
understand the team members personal motivations, how do we create a good team
working environment and how we resolve conflict. </span><span class="Apple-style-span" style="color: #333333;">These
are all vitally important however we may forget that this is</span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;"><strong>only
half the story</strong></span><span class="Apple-style-span" style="color: #333333;">.....</span><br />
<span class="Apple-style-span" style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;"><br /></span></span>
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;">Teams
usually have important projects which<span class="apple-converted-space"> </span><strong>their employers are paying them to
deliver</strong><span class="apple-converted-space"> </span>- its not
that they are working in the team out of<span class="apple-converted-space"> </span><em>the goodness of their hearts</em>!<o:p></o:p></span></span><br />
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;"><br /></span></span>
<span class="Apple-style-span" style="font-family: inherit;"><span style="color: #333333;">As
an important counterbalance I point you to the October 2005<span class="apple-converted-space"> </span><em>Harvard
Business Review. </em></span><span class="Apple-style-span" style="color: #333333;">It
carries an article,<span class="apple-converted-space"> </span><span style="text-decoration: none; text-underline: none;"><a href="http://hbr.org/2005/10/the-hard-side-of-change-management/ar/1">The Hard Side of Change Managemen</a>t</span><span class="apple-converted-space"> </span>by Hal Sirkin, Perry Keenan and Alan
Jackson of<span class="apple-converted-space"> </span><span style="text-decoration: none; text-underline: none;"><i>Boston Consulting Group</i></span>.</span></span><br />
<span class="Apple-style-span" style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;"><br /></span></span>
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;">Based
on assessments of more than 200 major change initiatives, the authors have
determined that the outcome of change initiatives comes down to four elements
they call<span class="apple-converted-space"> </span><a href="http://dice.bcg.com/">DICE</a>:<o:p></o:p></span></span><br />
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<li><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333;">(</span><span class="Apple-style-span" style="color: #333333;"><strong>D)uration</strong></span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;">of the project</span></span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333;">(</span><span class="Apple-style-span" style="color: #333333;"><strong>I)ntegrity</strong></span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;">of the team</span></span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333;">Organizational</span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;"><strong>(C)ommitment</strong></span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;">to change</span></span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333;">Additional</span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;"><strong>(E)ffort</strong></span><span class="Apple-style-span" style="color: #333333;"><span class="apple-converted-space"> </span></span><span class="Apple-style-span" style="color: #333333;">required of staff members</span></span></li>
</ol>
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;">The
way it works is that interviews are carried out with executives and leaders of
project teams, ideally before they start, and the project DICE score is
calculated according to a simple formula with each of the four success
indicators being graded on a scale of 1-4 (the lower the score the better). </span></span><br />
<span class="Apple-style-span" style="color: #333333;"><br /></span>
<b><span class="Apple-style-span" style="color: #333333;">They also offer a simple useful little </span><span class="Apple-style-span" style="color: #333333;"><a href="http://dice.bcg.com/dice.html">DICE calculator</a></span><span class="Apple-style-span" style="color: #333333;"> to help you to evaluate the chance of success of a project.</span></b><br />
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;"><br /></span></span>
<span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;">This
score then places a project in one of three zones -<span class="apple-converted-space"> </span><strong>a
WIn zone, a Worry zone or a Woe zone. </strong></span></span><span class="Apple-style-span" style="color: #333333;">This
allows the organisation to address key issues or cancel projects altogether if
the chance of success is too remote. </span><span class="Apple-style-span" style="font-weight: bold;"><strong><span style="color: #333333;"><span class="Apple-style-span" style="font-family: inherit;">Good leaders and change agents will have both soft and hard
change management techniques in their toolkits and will know which to use and
when.</span></span></strong></span><br />
<br />
<span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-25783551075046746992012-12-24T07:56:00.000-08:002012-12-25T12:48:54.902-08:00What's the difference between a promise and a responsibility? <b><span class="Apple-style-span" style="font-weight: normal; line-height: 16px;"><span class="Apple-style-span" style="font-family: inherit;">In the recent UK floods we heard a lot about defences failing and phrases being bandied about by engineers such as "a once in a hundred years" event and "could never have been envisaged." </span></span></b><br />
<b><span class="Apple-style-span" style="font-weight: normal; line-height: 16px;"><span class="Apple-style-span" style="font-family: inherit;"><br /></span></span></b>
<b><span class="Apple-style-span" style="font-weight: normal; line-height: 16px;"><span class="Apple-style-span" style="font-family: inherit;">However when I hear this kind language it always makes me think of the difference between a <em style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">promise</em>, a <em style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">responsibility</em> and a <em style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">guarantee</em>.</span></span></b><br />
<b><br /></b>
<b>Read </b><a href="http://www.bioteams.com/2012/12/25/whats_the_difference.html">What's the difference between a promise and a responsibility? </a><br />
<b><br /></b>
<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-13671579658281372712012-11-16T08:49:00.004-08:002012-11-16T08:58:23.269-08:00The importance of developing shared culture in business and family life<span class="Apple-style-span" style="line-height: 36px;"><i>Clayton M. Christensen</i></span><span class="Apple-style-span" style="line-height: 36px;"> <b>in his new book "How Will You
Measure Your Life?" offers this powerful insight about the importance of developing shared culture and how to go about
it:</b></span><br />
<span class="Apple-style-span" style="line-height: 22px;"><br /></span>
<span class="Apple-style-span" style="line-height: 22px;">“<span class="Apple-style-span" style="color: blue;">There’s an important model in our class called the Tools of
Cooperation…. the theory arrays these tools along two dimensions—the extent to
which members of the organization agree on what they want from their
participation in the enterprise, and the extent to which they agree on what
actions will produce the desired results. When there is little agreement on
both axes, you have to use “power tools”—coercion, threats, punishment, and so
on—to secure cooperation</span><b>"</b>. </span><br />
<span class="Apple-style-span" style="line-height: 22px;"><br /></span>
<span class="Apple-style-span" style="line-height: 22px;">"Many companies start in this quadrant, which is why
the founding executive team must play such an assertive role in defining what
must be done and how. If employees’ ways of working together to address those
tasks succeed over and over, consensus begins to form. MIT’s Edgar Schein has
described this process as the mechanism by which a culture is built. Ultimately,
people don’t even think about whether their way of doing things yields success.
They embrace priorities and follow procedures by instinct and assumption rather
than by explicit decision—which means that they’ve created a culture. Culture,
in compelling but unspoken ways, dictates the proven, acceptable methods by
which members of the group address recurrent problems. And culture defines the
priority given to different types of problems. It can be a powerful management
tool”.</span><br />
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<span class="Apple-style-span" style="font-family: inherit;"><a href="http://hbr.org/2010/07/how-will-you-measure-your-life"></a>To read a short synopsis of <span class="Apple-style-span" style="line-height: 36px;"><b><a href="http://hbr.org/2010/07/how-will-you-measure-your-life">How Will You Measure Your Life? </a></b></span> </span></div>
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<span class="Apple-style-span" style="font-family: inherit; line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at <a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-46988918711590275302012-11-13T00:52:00.003-08:002012-11-25T06:28:56.392-08:00How to be Resilient – Face Reality, Find Meaning, Creatively Improvise.<span class="Apple-style-span" style="font-family: inherit;"><i>Diane Koutu</i>, writing for Harvard Business Review, suggests 3 very useful distinctions around being resilient. I like them because it addresses some of the weaknesses of otherwise excellent schools of thought such as <i>Martin Seligman's</i> <a href="http://www.bioteams.com/2012/03/22/learned_optimism_101.html">Learned Optimism</a> – namely that it encourages people just to soldier on and put a brave face on things and not ask for help which can be seen as failure. </span>Read the <a href="http://www.bioteams.com/2012/11/25/how_to_be.html">post</a>.<br />
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<span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span><span class="Apple-style-span" style="line-height: 20px;"><a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-38460849030376785552012-10-15T00:52:00.003-07:002015-02-28T03:25:01.390-08:00Behavioural Economics can predict irrational human behaviour<b>I have been reading about Behavioural Economics</b> (and Behavioural
Finance) through the excellent 8-minute summaries from <a href="http://www.iminds.com/">iminds.com</a>. BE explains
why we are systemically and predictably irrational in our economic decisions
and introduces 2 terms “Bounded Rationality" and "Bounded Willpower” as limits to
rationality within which we all operate. <br />
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<span class="Apple-style-span" style="font-family: inherit;">Here are 8 prevalent behavioural biases identified by BE which
resonate with my previous article on <a href="http://www.bioteams.com/2012/06/28/consistently_resolving_5.html">Meta Dilemmas</a>:<o:p></o:p></span></div>
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<li><b><span class="Apple-style-span" style="color: blue;">Endowment Effect:</span></b> tendency to place more value on expected
losses than expected gains (also known as Risk Aversion)</li>
<li><span class="Apple-style-span" style="color: blue;"><b>Status Quo Bias</b>:</span> tendency to stick with current state of
affairs even though we can see clearly better alternatives</li>
<li><b><span class="Apple-style-span" style="color: blue;">Framing Bias:</span></b> tendency to draw conclusions according to the
way something seems as opposed to reality</li>
<li><b><span class="Apple-style-span" style="color: blue;">Availability Bias:</span></b> tendency to rely on easily available
information rather than seeking out harder to obtain but more accurate/relevant
info</li>
<li><b><span class="Apple-style-span" style="color: blue;">Confirmation Bias:</span></b> tendency to prioritise evidence which
accords with our pre-existing beliefs</li>
<li><span class="Apple-style-span" style="color: blue;"><b>Choice Overload:</b> </span>where we have so many options we don’t make
any decision</li>
<li><b><span class="Apple-style-span" style="color: blue;">Overconfidence:</span></b> tendency to rate ourselves more
knowledgeable and skilful than we actually are</li>
<li><span class="Apple-style-span" style="color: blue;"><b>Money Illusion</b>:</span> tendency to judge prices and interest rates
at nominal rates rather than taking into account inflation</li>
</ol>
The article explains how the current global
financial crisis could be analysed behaviourally as a large number of players in the market all succumbing to 3 main BE biases - overconfidence, confirmation bias and availability bias.<br />
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at <a href="http://www.bioteams.com/" style="color: #992211; text-decoration: none;">www.bioteams.com</a></span></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-180680618012673982012-09-21T05:18:00.000-07:002014-09-15T04:27:36.548-07:005 things a good Business War Game should help us learn to do better<span class="Apple-style-span" style="font-family: inherit;">I have been studying a fascinating book <a href="http://www.theoryoffun.com/">A Theory of Fun for Game Design</a> by <i>Raph Koster</i> who is Chief Creative Officer (CCO) with <i>Sony Online Entertainment</i>. In one of the chapters entitled "What Games Teach Us" Raph suggests that there are really only 5 things games teach us - </span><i>Aiming, </i><span class="Apple-style-span" style="font-family: inherit;"> <i>Timing, Hunting, Territory </i>and <i>Projecting Power</i>. </span>This got me thinking what are the essential things a <b><span class="Apple-style-span" style="color: blue;">good business war game</span></b> should teach us?<br />
<br />
Read full blog post <a href="http://dashboardsimulations.com/5-things-good-business-war-game-help-us-learn-better/">here:</a><br />
<br />
<span style="font-family: inherit; line-height: 20px;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span><a href="http://www.bioteams.com/" style="color: #992211; font-family: inherit; line-height: 20px; text-decoration: none;">www.bioteams.com</a><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-30918348951648448772012-09-15T10:34:00.002-07:002012-09-15T11:30:12.055-07:00Being right for the wrong reason can still cost you dearly in the long run<div dir="ltr">
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<span class="Apple-style-span" style="font-family: inherit;"><b>Sometimes you get the right result for entirely the wrong reason</b>. If you only care about the results you get and lack curiosity about the "reason why" you will miss learning opportunities and set your self up for a longer-term fails.</span><br />
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<span class="Apple-style-span" style="font-family: inherit;">The classic example is the <i>Y2K problem </i>which resulted in a unprecedented IT expenditure globally. The <i>lazy</i> software programmers thought year 2000 was a leap year because it was divisible by 4 and used this in all their calculations.The more <i>conscientious</i> programmers, who did a bit more analysis, concluded that Year 2000 was <u>not</u> a leap year because there is an exception to the earlier "divisible by four" rule every hundred years. They programmed it not to be a leap year.</span><br />
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<span class="Apple-style-span" style="font-family: inherit;"><b>However they were wrong</b> because there was <u>another exception to the first exception</u> every 400 years which cancelled it out for the year 2000! Therefore the <i>lazy</i> programmers got it right for the wrong reasons (and the <i>conscientious</i> programmers got it wrong). </span></div>
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<b><span class="Apple-style-span" style="font-family: inherit;"><br /></span></b>
<span class="Apple-style-span" style="font-family: inherit;"><b>So where might you be guilty of being lazy </b>and not digging into your good results to ensure that they are good for good reasons?<b> </b></span><br />
<span class="Apple-style-span" style="font-family: inherit;"><b><br /></b></span>
<span class="Apple-style-span" style="font-family: inherit;"><b>And where did you do the right thing </b>but because the short-term results were not what you wanted you decided never to do that same thing again?</span><br />
<b><span class="Apple-style-span" style="font-family: inherit;"><br /></span></b>
<span class="Apple-style-span" style="font-family: inherit;">Read <a href="http://bioteamsmicroblog.blogspot.co.uk/2012/06/if-you-use-golden-rules-then-you-are.html">my article</a> on the dangers of "Golden Rules".</span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><br /></span>
<span class="Apple-style-span" style="font-family: inherit;">Ken Thompson (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at <a href="http://www.bioteams.com/">www.bioteams.com</a></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-73459650716277575402012-09-13T05:53:00.001-07:002012-09-14T03:02:48.683-07:007 Conversational Warning Signs that someone may be lying<span class="Apple-style-span" style="font-family: inherit;">I have just finished reading an excellent book, <a href="http://us.macmillan.com/spythelie/PhilipHouston">Spy The Lie</a>,
written by 3 former CIA officers who are experts in detecting deception. The
basic idea is that there are some powerful indicators of possible deception.
Any one of them by themselves may be quite innocent but when you start to
encounter <i>clusters</i> of them around a conversation topic then you need to dig
deeper.</span><br />
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<span class="Apple-style-span" style="font-family: inherit;">7 of the deception indicators I found particularly useful
were:<o:p></o:p></span></div>
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<li><span class="Apple-style-span" style="font-family: inherit;"><o:p> </o:p><b>Nonspecific denial</b> where rather than saying a plain NO you
say something like “I would never do something like that”</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Isolated denial</b> where the NO is only a small part of a very
long answer</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Non Answer Statements</b> such as <span style="mso-spacerun: yes;"> </span>“That’s a great question”</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Overly Specific Answers</b> where technically the answer they
gave is true but its not actually an answer to the specific question you asked
them</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Referral Statements</b> such as “I think I have already answered
that” or “I refer you to my written answer”</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Answer Qualifiers</b> such as “fundamentally” or “frankly” or “basically”
or “to tell you the truth”</span></li>
<li><span class="Apple-style-span" style="font-family: inherit;"><b>Selective Memory</b> such as “to the best of my knowledge”</span></li>
</ol>
<span class="Apple-style-span" style="font-family: inherit;">This all reminds me of the old joke - </span>Question: "<i>How do you know if someone is lying to you</i>". Answer: "<i>If their lips are moving</i>". Thankfully life is not quite as bad as that but if you listen for and encounter 2 or 3 of these deception indicators in close
proximity to a specific question you have asked then you definitely need to probe further!<br />
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-75928742564685864822012-09-12T01:07:00.001-07:002012-09-13T06:10:43.378-07:00A practical framework for change - head, hearts, hands & feetThe late <i>Stephen Covey</i> always reminded us that "the main thing was to keep the main thing the main thing !" However when you think about <b>"Change Management"</b> you could be excused for thinking its all about detailed road maps and large tomes of procedures and checklists. These are all important but sometimes they can also sadly distract from the whole point of the exercise. To stop you falling into this trap I offer you my easy to remember 4 point mental checklist based on the <i>human body</i> to help you constantly check that you have not been "detail distracted"!<br />
<br />
Read the<a href="http://www.bioteams.com/2012/09/13/a_practical_framework.html"> full article</a><br />
<br />
<span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-90608346989735663512012-09-11T03:56:00.001-07:002012-09-12T02:44:20.083-07:00A simple model for categorising social media engagement levelsThe book <a href="http://www.amazon.com/Groundswell-Winning-Transformed-Social-Technologies/dp/1422125009">Groundswell, by Charlene Li and Josh Bernoff</a>, identifies a simple but useful "progression ladder" of 6 distinct social media user profiles.<br />
<br />
In increasing order of social media activity we have:<br />
<br />
<strong><span style="color: blue;">1. Inactives</span></strong><br />
<strong><span style="color: blue;"> 2. Spectators</span></strong><br />
<strong><span style="color: blue;"> 3. Joiners</span></strong><br />
<strong><span style="color: blue;"> 4. Collectors</span></strong><br />
<strong><span style="color: blue;"> 5. Critics</span></strong><br />
<strong><span style="color: blue;"> 6. Creators</span></strong><br />
<br />
<strong>What type of user are you?</strong> <br />
<br />
Perhaps even more importantly what type of users do you have in your critical business networks and what are you doing to move them up the ladder? <br />
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<span class="Apple-style-span" style="font-family: inherit; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span><br />
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<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEheWF8IaYwpFUk2plLKwtMQYkoAvcuA9Dky53lc5LTtkoV3ijjSt3Lx-3Q2lyBRZYUOzJA8e3Jcl5H0u1Lc35CaWbIzk4ac2QWC3D-EOVzBRappCuMDCc4-AzJq_gb2XF5zWxEQxvYJQxw/s1600/media_httpcdnmashable_Ifwrm_jpg_scaled1000.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEheWF8IaYwpFUk2plLKwtMQYkoAvcuA9Dky53lc5LTtkoV3ijjSt3Lx-3Q2lyBRZYUOzJA8e3Jcl5H0u1Lc35CaWbIzk4ac2QWC3D-EOVzBRappCuMDCc4-AzJq_gb2XF5zWxEQxvYJQxw/s400/media_httpcdnmashable_Ifwrm_jpg_scaled1000.jpg" width="396" /></a></div> </div></div></div></div></div></div></div></div></div></div></div>ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-56210998520245422012-08-27T14:30:00.000-07:002015-02-28T03:26:02.240-08:00The secret to great excel dashboards: The Excel Camera ToolOne of the problems in building dashboards in excel is that
if you just use charts then you can easily overwhelm people with graphics.
Sometimes you need to display simple cells and tables on your dashboard but the
problem is that if you insert them each as full cell references they look out of proportion to the graphs etc. Also things can get messy in terms of selecting appropriate column widths and you run out
of screen space pretty soon!<br />
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<span class="Apple-style-span" style="font-family: inherit;"><o:p></o:p></span><br /></div>
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<i>Is there a solution?</i>
Yes - <span style="mso-spacerun: yes;"> </span>the little known <b>Excel Camera Tool</b> allows
you to take a picture of any section of a spreadsheet and place it on your
dashboard at whatever size and shape you need. The key difference is that although
you can manipulate it like an image it’s a <b>“live picture”</b> – anytime the underlying
data changes the values in the picture automatically change too.</div>
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<span class="Apple-style-span" style="font-family: inherit;">The camera tool is not automatically enabled on the Excel
menu in the latest versions of excel but it very easy to add it by selecting “Customise
the Quick Access Toolbar”. </span>So if you are building excel dashboards and you don’t know
about the excel camera tool you are definitely missing an important trick!</div>
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<span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span></span><span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span></span><span class="Apple-style-span" style="font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-53902535270654819772012-08-27T05:33:00.002-07:002012-08-27T10:10:04.697-07:00Microsoft Powerpoint: The Bumblebee's 3 most useful Powerpoint add-ins<span class="Apple-style-span" style="font-family: inherit;">In a another article, <a href="http://www.bioteams.com/2012/08/24/microsoft_excel_the.html">The Bumblebee's six most useful Excel add-ins</a>, I shared my 6 most useful excel add-ins. Here I share my 3
most useful <b>Powerpoint add-ins</b> – </span><i><span class="Apple-style-span" style="font-family: inherit;">Acoolsoft<b> </b></span>PPT to Video, iSpring</i> and <i>PPT2HTML</i>. Like excel
add-ins once you install them they become available within the powerpoint
menus. Unfortunately none of these are free but sometimes you get what you pay
for. <a href="http://www.bioteams.com/2012/08/27/microsoft_powerpoint_the.html">Read Full Article</a>.<br />
<br />
<span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-54614023824151010032012-08-24T00:51:00.002-07:002012-08-24T01:02:58.758-07:00The Logic of Failure: Recognizing and Avoiding Error in Complex Situations<span style="font-size: 12pt;">Dietrict Dörner’s excellent book, </span><span style="font-size: 12pt;"><a href="http://www.amazon.co.uk/Logic-Failure-Recognizing-Avoiding-Situations/dp/0201479486">The Logic of Failure: Recognizing and Avoiding Error in Complex Situations</a><b>, </b></span><span style="font-size: 12pt;"> provides us example after example
of real situations where well-meaning decisions made things worse because those
behind the decisions did not take the time or have the necessary “lenses” to
properly understand the the complexity of the system in which they were
intervening. </span><br />
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<span style="font-family: inherit; font-size: 12pt;">For example, using the infamous Chernobyl Nuclear Reactor disaster
he shows how a set of decisions to avert the crisis each correct in
itself taken together produced a catastrophy. </span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><span style="font-size: 12pt;"></span><span style="font-size: 12pt;">My favourite section is
where Professor Dörner reminds us that all solutions are <em>conditional</em>
and when we think we have discovered universally applicable solutions (<i>Golden
Rules</i>) it is only because we have forgotten this fact and replaced the “IF”
preceding our rule with an ALWAYS or NEVER in our own minds!</span></span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><br /><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-77622644016872175362012-08-05T11:30:00.000-07:002015-02-28T03:26:51.169-08:00The importance of being congruent and the consequences of not<div dir="ltr">
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="line-height: 19px; text-align: left;">One of the key lessons from<span class="Apple-converted-space"> </span><em style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">NLP (Neuro Linguistic Programming)<span class="Apple-converted-space"> </span></em>is the importance of being<span class="Apple-converted-space"> </span><strong style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">congruent</strong>. If you don't really believe what you are saying your<span class="Apple-converted-space"> </span><strong style="margin-bottom: 0px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">incongruence</strong><span class="Apple-converted-space"> </span>will "leak" to your audience.</span></span> </span></div>
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<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;"> </span></span><br />
<div style="line-height: 16px; margin-bottom: 16px; margin-left: 0px; margin-right: 0px; margin-top: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;">
<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="line-height: 19px; text-align: left;"><strong style="margin: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;"><span style="font-family: inherit;">It is important to do as you say and say as you do.</span></strong></span></span></div>
<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;"> </span></span><br />
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<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;">Congruence (<a href="http://www.nlp-center.net/dictionary/C/Congruence.html" style="border-bottom: rgb(0,162,197) 1px dotted; margin: 0px; padding-bottom: 0px; padding-left: 0px; padding-right: 0px; padding-top: 0px;"><span style="color: #00a2c5;"><span style="text-decoration: none;">according to the NLP Dictionary</span></span></a>)</span></span></div>
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<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;">"When all of a person's internal beliefs, strategies, and behaviours are fully in agreement and oriented toward securing a desired outcome. Words, voice and body language - give the same message".</span></span></div>
<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;">
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<span class="Apple-style-span" style="-webkit-border-horizontal-spacing: 0px; -webkit-border-vertical-spacing: 0px; -webkit-text-decorations-in-effect: none; -webkit-text-size-adjust: auto; -webkit-text-stroke-width: 0px; border-collapse: separate; letter-spacing: normal; line-height: normal; orphans: 2; text-indent: 0px; text-transform: none; white-space: normal; widows: 2; word-spacing: 0px;"><span class="Apple-style-span" style="font-family: inherit; line-height: 19px; text-align: left;">We have been at events where participants make statements which were at clear odds with their behaviour. Yet another example of how we all live in our own, and sometimes very different, worlds.</span></span></div>
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And a point to ponder, apart from our individual takes on the world, is there also a real world our there independent of our observations?</div>
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<span class="Apple-style-span" style="color: #333333; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-83054236822670106352012-08-03T10:16:00.005-07:002015-02-28T03:27:24.329-08:00The importance of understanding the "Intent" behind actionsI have been
reading the new <i>James Bond</i> novel "Carte Blanche" written by <i>Geoffrey Deaver</i>.
Bond talks frequently about the importance of determining the enemies <i>intent</i> as the key to
understanding and anticipating their actions.<br />
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It is easy to forget because it appears so obvious that this is vitally important in business communications too - how often do you ask yourself what is the partner or customer or colleagues
<i>intent</i> behind their actions? <b>Even better if you can find an effective way to ask them!</b><br />
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<span class="Apple-style-span" style="color: #333333; font-family: Arial, Tahoma, Helvetica, FreeSans, sans-serif; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-84026236814188294402012-07-31T01:41:00.001-07:002012-07-31T03:14:12.960-07:00The most effective collaborations always involve "co-evolution"<span class="Apple-style-span" style="line-height: 18px;">When you work with other people it is interesting to notice the balance of 'give
and take.' By this I mean who is following the most and who is taking a stand the
most.</span><br />
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<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;">There is a great biological term “co-evolution” which is
related to symbiosis and <span class="apple-style-span"><span style="color: black;">according
to <i>Berkeley's</i> <a href="http://evolution.berkeley.edu/evosite/evo101/IIIFCoevolution.shtml"> Understanding Evolution for Teachers</a> means :</span><o:p></o:p></span></span></span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><i><span class="Apple-style-span" style="background-color: white;"><span class="apple-style-span"><span style="color: black; line-height: 115%;">“cases where two
(or more) <span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; color: black; text-decoration: none;">species</span></span></span><span class="apple-converted-space"><span style="color: black; line-height: 115%;"> </span></span><span class="apple-style-span"><span style="color: black; line-height: 115%;">reciprocally affect each other’s</span></span><span class="apple-converted-space"><span style="color: black; line-height: 115%;"> </span></span><span class="apple-style-span"><span style="color: black; line-height: 115%;"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; color: black; text-decoration: none;">evolution</span>. So for
example, an evolutionary change in the</span></span><span class="apple-converted-space"><span style="color: black; line-height: 115%;"> </span></span><span class="apple-style-span"><span style="color: black; line-height: 115%;"><span style="background-attachment: initial; background-clip: initial; background-image: initial; background-origin: initial; color: black; text-decoration: none;">morphology</span></span></span><span class="apple-converted-space"><span style="color: black; line-height: 115%;"> </span></span></span><span class="apple-style-span"><span style="color: black; line-height: 115%;"><span class="Apple-style-span" style="background-color: white;">of a plant, might affect the
morphology of an herbivore that eats the plant, which in turn might affect the
evolution of the plant, which might affect the evolution </span>of the herbivore...and
so on”.</span></span></i><span style="line-height: 115%;"><o:p></o:p></span></span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><span style="line-height: 115%;">My favourite simple example of co-evolution is one from </span><span style="line-height: 115%;"><i>Eve Mitleton-Kelly</i> at
the <a href="http://www.psych.lse.ac.uk/complexity/aboutus/network.html">LSE Complexity Group</a> in London who illustrates co-evolution as the
relationship between your shoes and your feet: <o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;"><b>“Your shoes change your feet but your feet also alter your shoes”.</b><o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;">So true collaboration is a balancing act between being
flexible and taking a stand. Nobody knows all the answers in advance so if you
are inflexible in terms of what is to be done then you diminish the results possible
from the collaboration. However… everybody makes mistakes so if you are
unwilling to take a stand, and with it the risk of being publicly responsible
for a mistake, then you also devalue your teams results.<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;">So in effective collaborations the players are constantly dancing
between flexing and taking a stand but in ineffective collaborations players are locked
into one of 2 camps - the always flexing/accommodating camp or the always
taking a stand camp!<o:p></o:p></span></span></div>
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<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;"><b>So back to my original question – what is the balance of “give
and take” like in your teams?</b><o:p></o:p></span></span><br />
<span style="line-height: 115%;"><span class="Apple-style-span" style="font-family: inherit;"><b><br /></b></span></span><br />
<span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span></span><span class="Apple-style-span" style="line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span><br />
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</div>ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-38428058681713806692012-07-23T05:59:00.001-07:002015-02-28T03:36:17.922-08:00Are you a collaboration "superhero" with "superpowers"?<span class="Apple-style-span" style="font-family: inherit;"><i><span style="color: black;">Jane McGonical</span></i><span style="color: black;">, in her excellent
book "Reality is Broken – Why Games Make Us Better and How They Can Change
the World", identifies three
new Collaboration skills which are so important that she calls them “SuperPowers”:</span></span><br />
<span class="Apple-style-span" style="font-family: inherit;"><br /></span>
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<span class="Apple-style-span" style="color: blue; font-family: inherit;"><b>1. High Ping Quotient (PQ)</b></span></div>
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<span class="Apple-style-span" style="font-family: inherit;">The Ability to demonstrate network
extroversy</span></div>
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<span style="color: blue; font-family: inherit;"><b>2. Collaboration Radar</b></span><br />
<span class="Apple-style-span" style="font-family: inherit;">The Ability to quickly find the
best collaborators</span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><b><span class="Apple-style-span" style="color: blue;">3. Emergensight</span></b><span style="color: black;"><o:p></o:p></span></span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><span style="color: black;">The Ability to thrive on chaos
and react well to emerging situations</span><span style="color: black;"><o:p></o:p></span></span></div>
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<span class="Apple-style-span" style="font-family: inherit;"><span style="color: black;">These three “Superpowers” are crucial if you
want to thrive in a global networked instantly connected environment. They also
resonate closely with my 3 new collaborative leadership skills which I call <a href="http://bioteamsmicroblog.blogspot.co.uk/2012/06/leaders-new-skills-communities.html">The Collaboration Trilogy</a>.</span><span style="color: black; font-weight: bold;"><o:p></o:p></span></span></div>
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<span class="Apple-style-span" style="color: #333333;"><span style="color: #444444;"><span class="Apple-style-span" style="color: #333333; font-family: inherit; line-height: 20px;"><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-43712441301045293002012-07-14T07:48:00.003-07:002013-08-14T00:38:38.369-07:00Online simulation demonstrates the high costs of civic intolerance<span class="Apple-style-span" style="color: #444444;">This neat <a href="http://forio.com/simulate/anylogic/schelling-segregation">demo</a>, based on the </span><span class="Apple-style-span" style="color: #444444;"><a href="http://en.wikipedia.org/wiki/Thomas_Schelling">Schelling Segregation Model</a></span><span class="Apple-style-span" style="color: #444444;"> and implemented
using the </span><span class="Apple-style-span" style="color: #444444;"><i>Anylogic</i></span><span class="Apple-style-span" style="color: #444444;"> simulation tool in agent-based mode, shows what happens when
you have two divided communities living in the same place such as a city or a
country.</span><br />
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<span style="color: #444444;"><span class="Apple-style-span" style="font-family: inherit;"><b>The shared living space is modelled as effectively a</b> <b>very large chessboard</b> and each houseowner has a
preference for living next to their <i>own kind</i> (race, tribe, religion, class, sexual preference
etc). If this preference is met then they stay where they are otherwise they move house which
leads to self-organisation of the chessboard.<o:p></o:p></span></span></div>
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<span style="color: #444444;"><span class="Apple-style-span" style="font-family: inherit;">The simulation shows that <i>even a mild preference</i> for living next door to your<i> own kind </i>soon produces a <b>totally segregated society</b>. </span></span><span class="Apple-style-span" style="color: #444444;">Also when you play the demo try putting a very strong preference (greater than 80%) on living
next door to your own kind. This produces total chaos .... due to the fact that
everybody just keeps on moving house and no stable state is ever reached!</span></div>
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<span style="color: #444444;"><span class="Apple-style-span" style="font-family: inherit;"><b>Lots of good lessons here on the cost of intolerance and the power of a good simulation!!!</b></span></span><br />
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<span style="color: #444444; font-family: inherit;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-21360879139381611462012-07-12T05:08:00.002-07:002015-02-28T09:37:21.089-08:00What do we actually mean by the term "game" - 4 defining characteristics<span class="Apple-style-span" style="font-family: inherit;">Jane McGonigal, in her excellent book <a href="http://realityisbroken.org/">Reality is Broken</a>, defines the 4 characteristics of any game in a very simple but useful way:</span><br />
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<span class="Apple-style-span" style="font-family: inherit;">Read the full post <a href="http://dashboardsimulations.com/can-define-actually-mean-term-game/">here</a></span><br />
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<span class="Apple-style-span" style="font-family: inherit;"><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span></span><span class="Apple-style-span" style="color: #333333; font-size: 15px; line-height: 20px;"><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./" style="color: #992211; text-decoration: none;">www.bioteams.com.</a></span></span></span><br />
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.comtag:blogger.com,1999:blog-2212107671936424354.post-72789597389158297482012-06-30T01:43:00.001-07:002014-09-15T04:48:32.583-07:00"Gamification", "Simulations" and "Serious Games": differences defined<span class="Apple-style-span" style="font-family: inherit;"><i>Linda King</i> writes a good article in her blog which succinctly describes the difference between these 3 "in vogue" terms. I have extracted a summary below but you should read <a href="http://blog.g2g3.com/2012/04/understanding-difference-between.html?m=1">the full article</a>:</span><br />
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<span class="Apple-style-span" style="font-family: inherit;"><b>Read the full post <a href="http://dashboardsimulations.com/gamification-simulations-serious-games-differences-defined/">here</a>:</b></span><br />
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<span class="Apple-style-span" style="line-height: 19px;"><i>Ken Thompson</i></span><span class="Apple-style-span" style="line-height: 19px;"> (aka The BumbleBee) blogs about bioteams, virtual collaboration and business simulation at </span><span class="Apple-style-span" style="line-height: 19px;"><a href="http://www.bioteams.com./">www.bioteams.com.</a></span></div>
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ken thompsonhttp://www.blogger.com/profile/12676266673036162879noreply@blogger.com